My Friends in Rotary,
I’ve just completed my participation at the Rotary Zone 8 Institute held this year in Darwin. A key message throughout the Institute was “focus on the future, build for the future”. The speakers that had the most impact were those that told their stories – particularly non-Rotarians that have been impacted by Rotary programs. We have to tell our stories to the wider community.
Other topics included innovative cub formats, products (ie clubs and programs) that match the market, building satellite clubs, partnering to deliver larger and sustainable projects, acknowledgement of the impact of youth exchange and youth programs but our failure to connect with alumni.
August was another busy month full of visits. I’ve appreciated the welcome I’ve been extended as I’ve visited clubs and the open discussion. I leave every club meeting even more inspired.
Other highlight events have been:
- Attending the Rotary leadership institute (RLI) final day and graduation -congratulations to the attendees. Just hearing the discussion and questions asked caused me to think anew. And I learnt something new to me.
- Attending the Youth Exchange outbound briefing followed the next day by the inbound welcome – great day put on by Glenhaven RC.
- The Board of ShelterBox Australia has moved to recognise Peter Pearce as an Emeritus Ambassador. Such recognition is only afforded to Directors or ShelterBox response Team members who have given distinguished service over a significant period of time; it is the highest recognition made by the Board. Peter’s recognition is only the second time this award has been made.
- The Rotary NSW Emergency Services dinner - Bobby Redman and Amanda Barnes on the organising committee - with His Excellency General The Honourable David Hurley Governor of NSW and Troy Grant Minister for Police and Emergency Services both attending. 400 guests, 6 finalists within the boundaries of 9685 including Mina Howard from Blackheath RC recognising her work as a volunteer with NSW Rural Fire Service.
Acknowledging Geoff Crews at Foresythes Recruitment as the author, I thought the comments in the article below, while focused towards employers is equal relevant to us as we look to grow our membership.
We have entered a new era of recruitment. With underemployment in the youth labour force at its highest level in 40 years, it is time for businesses to assess how they are attracting, engaging and working with the needs, wants and expectations of the emerging generations. But before we talk about how to do this, let’s look at each of these generations and what they have to offer.
Millennials
The millennial generation, born between 1980 and 2000, are currently entering employment in vast numbers. Having grown up alongside some of the same tech tools we use today and in the shadow of life-changing events like 9/11 and the Global Financial Crisis, they are no stranger to change, technology or innovation.
Gen Z
Gen z is composed of young adults born between 1996 and 2010. This means the older section of this demographic is 21 years of age and getting ready to jump into the working world. Like millennials, they are formally educated and tech savvy, but this group of digital natives don’t remember life without a smartphone in hand, and their confidence and skills across social media platforms exceed those of older generations.
Attracting and Retaining the New Generation of Employees
Attracting the best of these generations is critical to the future of your business. Their career aspirations, attitudes about work, and knowledge of new technologies will define the culture of the 21st century workplace. But what can businesses to do to attract and retain the new generation of employees?
Firstly, we need to understand that the ideal workplace twenty years ago won’t cut it for today’s always-on millennial / gen z workforce. What works in attracting and motivating older generations of talent won’t keep these young workers invested. Employers need to update their workplace culture to reflect the needs of the new generation, otherwise you will risk missing out on top young talent.
Here are seven simple ways you can attract and retain the next generation for your business.
Support Personal and Professional Growth
A great way to engage and connect with the younger generation is to show them that you not only care about their future at your company, but that you also care about their growth as an individual. This is the “connected” element so many young people talk about when looking for a work environment that makes them feel fulfilled. They want to know that the years invested in their jobs are propelling them forward on their journey of self-development.
Give Them Ownership of Their Work
One of the best ways to engage your young employees is to give them ownership of their projects. Technology has encouraged independent thinking, and today’s young people want to feel some sort of ownership. Even though they will make mistakes, this independence will teach them how to work smarter – a definite benefit for your business.
Offer Feedback
While the new generation of employees don’t want to be micro-managed, they do like open conversations. Finding the right balance between letting them learn from their mistakes and giving them guidance is key to conveying that you care about their personal development.
Give Them a Voice
The young demographic brings an innate understanding of the mindsets and social behaviours of the youth. By encouraging millennials and gen z-ers to share their insights and ideas, your organisation can stay fresh and relevant.
Create Communities
Both millennials and gen z-ers are socially conscious groups, driven to ignite positive change. Both demographics wants to see that their employer isn’t just talking the talk, but is also walking the walk, primarily by implementing sustainable practices and focusing on building communities and real relationships. Giving young employees the opportunity to participate in these groups and initiatives will help them feel more empowered and connected to their workplaces.
Be Flexible
Flexibility and work-life balance are very important to job satisfaction for both generations, in particular millennials. Offering staggered starting times or one of the popular benefits at the moment, summer hours, are something all generations within your organisation would appreciate.
Peter Ward
Governor, RI District 9685, 2017-18
